Prvi cilj ovog rada bio je opisati razlike između različitih generacija u Hrvatskoj u sadržaju psihološkog ugovora. U istraživanju su sudjelovala 432 sudionika zaposlena kod trenutnog poslodavca duže od 6 mjeseci. Sudionike smo podijelili u dvije groupe: rođeni od 1946. do 1980. (N=237) i rođeni od 1981. do 1993. (N=195). Sadržaj psihološkog ugovora ispitali smo Tilburškim upitnikom psihološkog ugovora. Utvrdili smo da stariji percipiraju više obaveza poslodavca vezanih uz organizacijsku politiku, a mlađi više obaveza vezanih uz razvoj karijere, ravnotežu privatnog života i posla i socijalno okruženje. Nismo utvrdili nikakve razlike za dimenzije sadržaja posla i nagrada. Stariji zaposlenici su percipirali i više vlastitih dužnosti vezanih uz osnovne radne zadatke, a razlika za ostala ponašanja na poslu nije utvrđena.
Međutim, sve dobivene veličine učinka iznimno su male te ih treba interpretirati s oprezom. Drugi cilj istraživanja bio je ispitati moderacijski utjecaj pripadnosti generaciji na povezanosti prekršaja psihološkog ugovora i radnih ishoda. Kao radne ishode u obzir smo uzeli zadovoljstvo poslom, organizacijsku odanost i namjeru napuštanja organizacije. Pritom smo koristili globalnu mjeru prekršaja psihološkog ugovora. Moderacijski utjecaj pripadnosti generaciji na navedene povezanosti nismo utvrdili ni za jedan radni ishod.The first aim of this study was to describe the differences in psychological contract content between different generations in Croatia. The study was conducted on 432 participants that have been employed with their current organization for more than 6 months. We divided them into two groups: born from 1946 to 1980 and born from 1981 to 1993. Psychological contract content was measured using the Tilburg Psychological Contract Questionnaire. The results showed that the older generation perceived more employer duties related to organizational policy, while the younger generation perceived more employer duties related to career development, work-life balance and social atmosphere. No differences were found for the dimensions of job content and rewards. Older employees also perceived a higher level of their own in-role duties towards the organization, but no difference was found for extra-role duties. However, all differences should be interpreted with caution due to very small effect sizes.The second aim of this study was to test for the moderating effect of generation on the relationship between psychological contract breach and work outcomes. We used a global measure of contract breach, while considered work outcomes included job satisfaction, organizational commitment and turnover intention. The moderating effect of generation was not found for any of these work outcomes
